The capacity of hotel companies to attract and keep qualified human resources is a critical factor influencing their long-term success. This study aims to verify the effects of training and development on staff retention in hotels located in the Republic of Serbia and to determine if a high degree of organizational commitment alters the strength of the link between these constructs. Descriptive and correlational analysis, ANOVA, T-test, and the regression model for testing mediation effects were applied to a sample of 97 hotel employees. The obtained results confirmed the statistical significance of the association between training and development and employee retention, along with the mediating role of their commitment in this relationship. The study's theoretical contribution enhances knowledge of the intricate connection between training and development, employee commitment, and staff retention. Additionally, the results support hotel management in reinventing the approach for controlling employees' work attitudes through a number of pragmatic implications.

Background: The modern business environment has caused a radical changes in all human resource management activities. In order to retain a competent and talented workforce, business organizations should manage job satisfaction, which imposes the need for a well-designed and implemented human resource management strategy. Purpose: This study aims to examine the role of affective commitment as a mediator in the relationships between employer brand values and job satisfaction. Study design/methodology/approach: Empirical research was carried out on a sample of managers from 146 enterprises in the Republic of Serbia, and data was collected using a questionnaire technique. After implementing descriptive and correlation analysis, we used simple and multiple regression to examine the mediator effects, and the Sobel Z test. Findings/conclusions: Our findings present empirical evidence on the mediating effects of affective commitment in the previously listed relationships. Limitations/future research: There are just three values relevant to the development of an employer branding strategy included in the study and this is acknowledged as a limitation. According to the models available in the literature, further research will contain other relevant components of the employer brand.

Introduction/Objective. Professional burnout has sparked academic interest as one of the phenomena with the most serious implications for healthcare employees? well-being. As burnout becomes an increasingly common issue in medical practice, more extensive research on its predictors is needed. This study aimed to examine whether and how job satisfaction and work-related burnout affect personal burnout. Methods. A structured questionnaire was used to collect primary data. The sample consists of 218 employees from transfusion medicine units located in five cities in the central part of Serbia. Descriptive statistical analysis, correlation, and hierarchical regression were applied. Results. We found the personal burnout is negatively affected by job satisfaction, predominantly by working conditions (? = -0,141, t = -2,780, p < 0.01), and positively impacted to work-related burnout (? = 0,690, t = 13,409, p < 0.001) indicated that workload has strong impact on personal life quality of healthcare professionals employed in blood banks. Conclusion. This research contributes to more comprehensive understanding of personal burnout factors. The findings of this study can be used to develop strategies to promote employee well-being and prevent burnout in different manifestations.

Ensuring a workforce is up to date on the latest trends in a rapidly changing business environment is one of the main challenges facing modern companies. To achieve long-term profitability and encourage innovation, they tend to constantly improve employees’ knowledge and skills. This paper aims to identify the impact of learning orientation on company performance and to test the mediating role of innovativeness in this relationship. The empirical research was conducted on a sample of 79 companies in different industries in the Republic of Serbia. Descriptive statistical analysis, correlation, and regression analysis were applied to the data collected. The research results indicate that learning orientation significantly and positively affects performance and innovativeness in Serbian companies. In addition, the findings show that firm innovativeness partially mediates the relationship between learning orientation and performance, i.e., learning orientation leads to better company performance through increased innovation in all business aspects. The paper contributes to identifying practical implications for managers, pointing out the importance of creating a learning environment and employees´ innovative behaviour as a basis for achieving better business outcomes. Therefore, managers should take a proactive approach to their human resources, providing them with opportunities to acquire new knowledge and skills and develop innovative ideas.

The COVID-19 pandemic has strongly affected all economic sectors. Global tourism has also faced serious threats, due to lifestyle changes and measures taken to prevent the spread of infectious disease. At the same time, in conditions of high uncertainty, the tourists' attitudes, intentions, and behavior are changing significantly. Therefore, this paper aims to identify the effects of perceived risk and travel motivation on domestic tourists' intention to travel abroad during the pandemic. Primary data were collected using the survey method. By applying multiple regression analysis to a sample of 286 respondents, a statistically significant negative effect of health and psychological risk on the intention to travel abroad was determined. Additionally, the research confirmed the significant positive effect of tourist motivation on travel intention. The originality of the paper was achieved through an examination of the connections between perceived risk, travel motivation, and travel intention in the context of the COVID-19 pandemic. In addition, originality is reflected in the analysis of the effects of different categories of perceived risk on the intention to travel during the pandemic. The results obtained provide a basis for understanding the tourists' behavior and have significant implications for the creation of the tourist offer and the formation of perceived risk management strategies.

The development and quality of human capital determine contemporary companies’ long–term competitive potential. Consequently, in addition to the goods and services market, companies aspire to be competitive in the labour market in order to acquire and retain skilled employees. Creating a distinct employer brand is a successful strategic reaction by top management to the increasing pressures to reduce turnover rates. This study aims to look at job satisfaction’s role as a mediator in the link between employer brand and employee retention. The research was conducted on a sample of 128 companies in the Republic of Serbia, with primary data acquired by the survey method. We applied the PLS-SEM and found that satisfaction acts as a competitive mediator in the relationship between organisational culture and employee retention, and as a complete mediator in the link between training and development, and retention. Furthermore, the analysis showed that job satisfaction appears as a complementary intervening variable in the employer reputation-employee retention path. The study provides a foundation for a more comprehensive understanding of the complex nature of the interaction between the investigated components of the employer brand and staff retention, as well as assistance for management decision-making in the creation of initiatives to prevent voluntary turnover.